Team Lead, HRBP

1. Human Capital Business Partnering

Serve as the primary HR Business Partner to assigned corporate and operational functions.

Develop a strong understanding of business strategy workforce requirements and people risks within assigned functions.

Partner with business leaders on workforce planning organization effectiveness and talent requirements.

Provide proactive advice on employee relations performance engagement retention and people management matters.

Identify workforce trends and recommend interventions to improve productivity and employee effectiveness.

Support business restructuring role redesign and organizational change initiatives.

Provide people insights and recommendations to management based on workforce data.

2. Performance & Talent Management

Partner with managers to drive effective performance management within assigned functions.

Identify high-potential and critical talent and support succession planning.

Support talent reviews and development planning.

Identify capability gaps and address them. Support career development and internal mobility initiatives.

Monitor performance concerns and ensure timely interventions.

3. Employee Engagement & Retention

Own the employee engagement agenda for assigned functions.

Analyze engagement feedback and identify key people risks.

Develop and track engagement action plans with business leaders.

Monitor turnover and retention trends and recommend interventions.

Lead retention interventions for critical or high-risk employee populations.

Support a positive employee experience throughout the employee lifecycle.

4. Employee Relations

Provide guidance to managers on employee relations matters.

Handle complex employee relations cases within assigned functions.

Ensure appropriate and consistent application of HR policies and procedures.

Escalate significant or sensitive cases to the Head Human Capital.

Maintain appropriate documentation and case records.

5. Payroll Management & Governance

Coordinate and consolidate monthly payroll inputs received from both HR Generalists.

Prepare the monthly payroll for Human Capital review.

Validate new hires exits promotions salary changes allowances deductions and other payroll movements.

Conduct payroll variance and reconciliation checks against prior periods and approved employee changes.

Investigate and resolve payroll discrepancies before submission for final review.

Maintain the payroll calendar and ensure compliance with agreed payroll cut-off dates.

Coordinate with Finance and other relevant stakeholders on payroll-related matters.

Maintain appropriate payroll confidentiality controls and access requirements.

Present payroll to the Head Human Capital for review and approval.

Ensure payroll records and supporting documentation are appropriately maintained.

6. HRIS & Human Capital Operations

Provide governance over HRIS data integrity and employee lifecycle transactions.

Ensure timely and accurate processing of employee movements.

Monitor compliance with established HC processes and controls.

Oversee preparation of workforce reports and management information.

Identify opportunities to simplify automate and improve HC processes.

Ensure appropriate records and documentation are maintained across the employee lifecycle.

7. Recruitment & Workforce Planning

Partner with business leaders to establish and validate workforce requirements.

Review recruitment requests and ensure alignment with approved workforce plans and budgets.

Work with the HR Generalist to coordinate recruitment activities.

Monitor recruitment progress quality of hire and workforce gaps.

Support workforce forecasting and succession planning.

8. Learning & Development

Identify learning and capability requirements within assigned functions.

Partner with the HR Generalist to coordinate appropriate interventions.

Ensure learning initiatives are aligned with identified business and performance needs.

Support evaluation of learning application and impact.

9. Human Capital Reporting & Analytics

Review workforce data and identify trends requiring management attention.

Monitor headcount turnover recruitment absenteeism performance and engagement metrics.

Prepare portfolio insights for management discussions.

Contribute to enterprise HC dashboards and reports.

10. Team Leadership

Lead and coach the HR Generalist assigned to the portfolio.

Ensure timely and quality delivery of HR services.

Develop the Generalists capability across the HR lifecycle.

Ensure cross-training and business continuity within the HC team.

Act as a resource and backup to the other HRBP where required.

11. Policy Compliance & Governance

Support implementation and consistent application of Human Capital policies.

Identify gaps in HC processes and recommend improvements.

Ensure compliance with applicable employment requirements and organizational policies.

Support internal and external HC audits where required.

ACADEMIC QUALIFICATIONS (Minimum)

• Bachelors degree in human resources Business Administration Industrial Relations Social Sciences or a related discipline.
  

• Required Skills:

  Minimum any social science discipline (Business Administration Marketing Banking & Finance Economics or related courses). 5 years and above of experience in similar field Professional certification in ICAN ACCA RIMA is preferred

  
  

  Required Education:

  Bachelors Degree from an accredited University. A post graduate degree in Business Administration will be an added advantage